HR and Legal Manager

Responsible for auditing, restructuring, and institutionalizing the Human Resources functions across client organizations

The role focuses on building compliant, structured, performance-driven HR systems, developing SOPs, implementing KPI-based performance management, and optimizing HR technology and reporting systems.

This is a transformation role — not a routine HR administrative role.

1. HR Audit & Diagnostic

• Conduct comprehensive HR audits across documentation, compliance, payroll, workforce structure, and policies.
  




• Identify operational, legal, and compliance risks.
  




• Develop structured action plans with prioritization matrix.
  

2. HR Structuring & Organizational Design

• Review and redesign organizational structures.
  




• Develop clear reporting lines and accountability frameworks.
  




• Align workforce planning with operational output.
  

3. SOP & Documentation Development

• Develop and standardize:
  

  
  
  
  

  • HR policies
    

  
  

  • Employment contracts
    

  
  

  • Job descriptions
    

  
  

  • Code of conduct
    

  
  

  • Disciplinary procedures
    

  
  

  • Leave & attendance processes
    

  
  

  • Recruitment and onboarding workflows
    

  
  



• Create process maps and workflow diagrams.
  




• Train management on implementation.
  

4. Performance Management System

• Develop plant-level and role-level KPIs.
  




• Design structured performance review cycles.
  




• Develop scoring matrices and performance tracking dashboards.
  




• Link performance to increment/bonus frameworks.
  




• Monitor and report on productivity metrics.
  

5. HR Systems & IT Optimization

• Review existing HRIS, payroll, and attendance systems.
  




• Identify automation and integration gaps.
  




• Recommend technology improvements.
  




• Strengthen HR data governance and reporting systems.
  

6. Compliance & Risk Management

• Ensure full compliance with labor laws and statutory requirements.
  




• Oversee disciplinary processes.
  




• Manage high-risk employee relations issues.
  




• Support representation at CMA where required.
  

7. Execution & Change Management

• Lead implementation across multiple sites.
  




• Train plant managers and supervisors.
  




• Ensure adoption of new processes.
  




• Monitor sustainability of HR systems post-implementation.